mwild31
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I've terminated two people, same department, on the same day, not necessarily for gossip, but pretty close. Our supervisor was having a terrible time with his crew, everyone was grumbling, high absenteeism, half-a$$ed work being done, etc. It's so…
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You've probably already been over their site, but here's the link just in case. http://www.dli.state.pa.us/landi/cwp/view.asp?a=152&Q=53742&landiPNavCtr=|4009|#4085
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[font size="1" color="#FF0000"]LAST EDITED ON 08-12-04 AT 11:35AM (CST)[/font][br][br]I think the reality is that your boss will say something, he shouldn't and my guess is that he wouldn't if he didn't have an existing personal relationship with th…
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Yes, we allow folks to use a sick day if they want to. "Sick" days were reclassified by us to Sick/Personal days. Also, our holiday eligiblity for pay is different from yours. As long as someone has worked during the pay period or has used either…
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We don't give it as a paid holiday, but our folks have the option of taking it as either a vacation day or a personal/sick day. Most of our organization in on a 4/10 schedule so it's only the office/sales folks that are affected.
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Couple of shots of whiskey before he boards? Just kidding. I'm fresh out of ideas, but maybe you could try meeting with the fellow and letting him know you're interested in promoting him to the new position. Give him a copy of the job description…
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Please believe me when I say that I have worked with supervisors/managers in the past in which they do seem to give the highest marks since it's simpler than actually doing a review (very frustrating), but that's why we really streamlined what it ta…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-06-04 AT 03:36PM (CST)[/font][br][br]x:-) Philosophically, I disagree with your statement, "I also stated that I feel even the most exemplary employee has room for improvement." In my experience, if …
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Cool - thanks! I guess I have just never run across a situation where the letter was called into to question during an unemployment hearing - in my experience with a walk out, they usually just focus on the events of the day and any supporting memo…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-04 AT 02:31PM (CST)[/font][br][br]Can you guys help me out? Why would you want to send the letter certified & first-class for THIS situation? I'm probably a dunce, but it seems a bit over-the…
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Document the incident, get signatures from the folks that were actually there, send her a letter VERY briefly outlining the incident and letting her know that her statement "I quit" is her notice. Do this, because she'll probably file for unemploym…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-04 AT 11:30AM (CST)[/font][br][br]You're welcome - I should say, my tips are for the PHR. SPHR is different. If you take the SPHR, then I would just follow the study guides. x:-)
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x:-) I'm smiling, because it's going to look like a shameless plug for this site. This site really did help with seperating the issues and not balling every issue into one big lump. Study the big 5 (FLSA, ADA, FMLA, Worker Comp. and Discriminatio…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-04 AT 10:49AM (CST)[/font][br][br]Elle - go for certification if it matters in your job market area. It matters in mine, so in June I took the PHR test through HRCI (SHRM). Turns out, I passed. I…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-04 AT 11:58AM (CST)[/font][br][br]x:-/ I guess wondering is a good thing, but none of us know the details at the company that made the decision. It sounds like they felt strongly enough in their …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-02-04 AT 07:22PM (CST)[/font][br][br]I think, in this case, when you start to go outside of policy, you really start a slippery slope. I too didn't read the article, but what if they HAD allowed the …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-02-04 AT 06:50PM (CST)[/font][br][br]"Again, it was not a formal meeting nor discipline session; just a sit-down and lets make sure you understand the rules and consequences." Here's a tough lesson …
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We don't have one, but you can try this site: [url]http://www.mrsc.org/subjects/personnel/whist.aspx?r=1[/url]
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Thanks for all of your help! In addition to your excellent words of advice, I reviewed the HR Executive Special Reports, written by none other than Anne Williams x:-), called the "Ten Commandments for Avoiding Religious Harassment and Discriminatio…
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I would follow up with her and ask her what she's done to fix things since the two of you had the conversation. If she's done nothing to better her perspective of the company since her conversation with you, then you might want to take this as oppo…
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Okay, I found a survey (there's more, but this is the quick ask jeeves version). I'm assuming from your post, he's looking for survey's involving office type workers as opposed to manufacturing settings where they (we) account for time with 'cycle'…
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This site won't give you the actual costs (the write-up is info on payroll taxes), but short of a simple calculation, it might be able to get you started with the reseach.... [url]http://www.payroll-taxes.com/Articles/vehiclePersonal.html[/url]
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Excellent! Thank you.
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You could, but talk to your attorney first, offer the ee a severance package & in order for them to receive the package, have them sign a non-disparagement agreement. A lot of times, the non-disparagement agreements are used for high level exec…
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Here's a link that may be helpful: [url]http://compnet.comp.state.md.us/gad/ginfo/goods.asp[/url]
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I don't put anything in those columns and when the agent calls because I didn't fill it out I normally reply that employment at our company is At Will - so speculation beyond today is just that and not relevant.
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KYMM - Probably too late to add my two cents, but here goes. Good advice all around - my only exception is this - if your policies only state that your company will give name, rank, serial number, then I think that's all you should give out. Presu…
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I did a quick google and found a lot of inexpensive options. I typed in 'Typing Tests'.